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DALLAS Area Limousine Service Policies.

DRUG & ALCOHOL FREE WORKPLACE POLICY at Dallas area Limousine Service LLC

1. Purpose

FOR

[Dallas area Limousine Service LLC

a. Dallas area Limousine Service LLC Doing Business As Dallas area Limousine Service LLC has a zero- tolerance policy for intoxicating substances.

b. This policy serves to promote awareness, and help protect public health, safety, and quality in transportation services for all of the employees, contractors, operators, and customers (Ref. City of Dallas Ordinance No. 31690, 4 November 2020, Chapter 47A).

c. The Company has a vital interest in maintaining a safe, healthy, and efficient working environment. Being under the influence of a drug or alcohol on the job poses serious safety and health risks to the employee, co-workers, and customers.

d. The use, sale, purchase, transfer, or possession of illegal drugs and alcohol in the workplace poses unacceptable risks for safe, healthy, and efficient operations.

e. The Company has an obligation to maintain a safe, healthy, and efficient workplace for all of its employees and customers, and to protect the Company property, information, equipment, operations, and reputation.

f. The Company recognizes its obligation to its customers to provide services that are free of the influence of drugs and alcohol and endeavors through this policy to provide drug and alcohol-free services.

g. The Company complies with federal and state rules, regulations, or laws that relate to the maintenance of a workplace free from illegal drugs.

Last Updated 09/1823

2. Scope

WARNING: IF YOU VIOLATE THIS POLICY, REFUSE TO BE TESTED, PROVIDE FALSE INFORMATION, OR FAIL TO COOPERATE IN A COMPANY INVESTIGATION REGARDING DRUG OR ALCOHOL USE, YOUR CONTRACT CAN BE TERMINATED WITHOUT NOTICE.

a. We reserve the right to inspect Company property, including but not limited to, vehicles, desks, lockers, storage areas, work areas, offices, and other property of the Company. Employees may not install private locks on Company property.

b. We reserve the right to conduct alcohol and drug tests at any time.

c. The Company will report any activities deemed unlawful to the appropriate authorities.

d. This policy applies to all employees (including contractors, or temporary workers) while in the workplace, while on Company premises, while using Company property and equipment, or while performing services on behalf of the Company.

e. All employees (including contractors and temporary workers) are required to abide by the terms of this policy and to notify management on or before five (5) business days after a policy violation may have occurred.

f. Substances covered under this policy include, but are not limited to:

▪ Alcohol

▪ Illegal Drugs (narcotics)

▪ Synthetic Drugs

▪ Over-the-Counter Medicines and Drugs

g. The Company reserves the right at all times to judge the effect that a legal drug may have on an employee's job performance and to restrict the employee's work activity or presence at the workplace accordingly.

h. The company reserves the right to consult a doctor to determine if a prescription or over- the-counter drug may create a risk of harm to an employee or others if used on the job.

i. The company may change an employee’s work duties or restrict an employee from working while using a prescription or over-the-counter drug that is deemed a risk to the Company or individual (s).

Last Updated 09/18/23

3. Activities Prohibited Under the Policy.

a. The use, solicitation for, sale of, purchase, transfer, distribution, or possession of narcotics, illegal drugs, (or associated paraphernalia), or prescription medication (without a prescription) on the Company or customer premises.

b. The use, solicitation for, sale of, purchase, transfer, distribution, or possession of narcotics, illegal drugs, (or associated paraphernalia), or prescription medication (without a prescription) away from the Company or customer premises.

c. The use, possession, being impaired or “under the influence” of legal or illegal drugs, inhalants, or alcohol on the Company or customer premises.

d. The use, possession, being impaired or “under the influence” of legal or illegal drugs, inhalants, or alcohol away from the Company or customer premises, , if such activity or involvement adversely affects the employee's work performance, the safety of the employee or our clients, or puts at risk the Company's reputation.

e. The presence of a detectable quantity of prohibited substances in the employee's system while at work, while on the premises of the company or its customers, or while on company business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee.

4. Permitted Actions

a. Prescribed and Over the Counter Drugs

b. Only with an authorized prescription signed by a licensed health care provider within the last twelve (12) months may a prescribed legal drug be in either in your possession or used on Company premises or while conducting Company business.

c. You may use prescription or over-the-counter drugs only if they do not generally affect your ability to work safely and effectively.

d. You must keep prescribed and ‘over the counter’ drugs within their original containers or bring only a single-day supply.

e. You may not use machinery while taking prescription or over-the-counter drugs that impair your ability to work safely. This includes vehicles.

f. You must cooperate with any investigation into drug or alcohol use. An investigation may include tests to detect the use of alcohol, drugs, or inhalants.

Last Updated 09/18/23

5. Testing

If an employee is tested for drugs or alcohol outside of the employment context and the results indicate a violation of this policy, or if an employee refuses a request to submit to testing under this policy, the employee may be subject to appropriate disciplinary action, up to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective.

Testing may include urine, blood, breathalyzer oral fluid or hair tests. Before testing, you will have the chance to explain the legal use of any drugs.

(1) The Company will conduct drug and/or alcohol testing under any of the following circumstances:

(i) RANDOM TESTING: Employees may be selected at random for drug and/or alcohol testing at any interval determined by the Company.

(ii) FOR-CAUSE TESTING: The Company may ask an employee to submit to a drug and/or alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness.

(iii) POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was or could have been injured, but also any employee who potentially contributed to the accident or injury event in any way.

Last Updated 09/18/24

6. Definitions Under this Policy

The following words and terms have the following meanings in the context of this policy document unless the context clearly indicates otherwise.

(1) "Alcoholic Beverage" means alcohol, or any beverage containing more than one-half of one percent of alcohol by volume, which is capable of use for beverage purposes, either

(2) “Alcohol Concentration” is the alcohol grams contained in a chemical testing specimen of blood, breath, or urine, which constitute statutory intoxication in the State of Texas (Texas Penal Code, Chapter 49). Specifically, “having an alcohol concentration of 0.08 grams or more.” in the following quantities.

▪ 210 liters of breath

▪ 100 milliliters of blood

▪ 67 milliliters of urine

(3) “Controlled Substance” has the meaning assigned by 21 U.S.C. 802 and Section 481.002(5) and (6) of the Texas Health and Safety Code.

(4) “Drug-Free Workplace” means a workplace where employees are not under the influence of drugs or alcohol.

(5) “Drug Metabolite” is the detectable substance in a drug.

(6) “Drug Testing” is the scientific analysis of urine, blood, breath, saliva, hair, tissue, and other specimens for detecting a drug.

(7) An “Illegal Drug” is any drug that is not legally obtainable, is illegal for possession, use, sale, or transfer for those who lack the appropriate license, registration or prescription, as defined by Texas and federal law or within the domiciled State or Country in which the Company’s services are provided.

(8) An “Inhalant” is any substance that produces mind- or function-altering effects on humans when inhaled.

(9) A “Legal Drug” is any prescribed drug or ‘over the counter’ drug that has been legally obtained and is being used for the purpose for which it was prescribed or manufactured.

(10) “Premises” are all property of COMPANY NAME HERE including, but not limited to, building, part of building, the offices, facilities, storage areas, and surrounding areas adjacent to Company owned or leased property (including public or private driveway,

Last Updated 09/18/23

street, sidewalk or walkway, parking lot, parking garage, or other parking area. The term also includes Company owned, rented, or leased vehicles and equipment.

(11) “Reasonable Belief” is a belief based on facts sufficient to lead a prudent person to conclude that a particular employee is unable to perform his or her job duties due to drug and / or alcohol impairment. Such inability to perform may include, but not be limited to, decreases in the quality or quantity of the employee's productivity, judgment, reasoning, concentration, psychomotor control, and marked with changes in behavior. Accidents, deviations from safe working practices, and erratic conduct would be deemed indicative of impairment and are examples of "reasonable belief" situations.

(12) “Under the Influence” is a condition in which a person is affected by a drug (and/or alcohol) in any detectable manner. The symptoms of influence are not confined to those consistent with misbehavior or to obvious impairment of physical or mental ability, such as slurred speech or difficulty in maintaining balance. A determination of being under the influence can be established by a professional opinion; a scientifically valid test, such as urinalysis or blood analysis; and in some cases, by the opinion of a layperson.

Last Updated 09/18/23

7. POLICY ACKNOWLEDGMENT

I, , acknowledge that I have read the company DRUG & ALCOHOL FREE WORKPLACE POLICY, and that I fully understand that violation of this policy will be grounds for immediate termination of my employment.

• To report the violation of the  

           policy please call 311

• In accordance to Ordinance no. 2996 SEC 47A-2.1.7 we will provide wheelchair accessible vehicle upon request. 
• Please contact the operating authority  at 214-7011391

Sincerely,

Dallas Area Limousine Service LLC

 09/18/2023

Sincerely,

Dallas Area Limousine Service